Advice & Diagnostics

The Pipeline has built a range of diagnostic tools to identify the weakest points in your structure and offer advisory support to help you address your specific challenges. We work with you to develop your corporate strategic plans for board approval and implementation.

LEADING FROM THE TOP

Nearly half of female executives feel a lack of role models holds them back and reduces their willingness to go for promotion. No surprise Corporate UK has lost 40% of its female executives over the last decade (Catalyst 2004, MWM Consulting 2014 & PwC Gender Advisory Council 2008)

INFLUENCING CHANGE THROUGH SPONSORSHIP

High-potential women tend to be mentored and not sponsored compared with their male peers. Sponsorship is key to achieving promotion and even the willingness to step forward (HBR 2010)

43% of male employees and 36% of females will ask their manager for a stretch assignment; when sponsored, the numbers rise, respectively, to 56% and 44% (Center for Work-Life Policy 2010)

PULLING THROUGH TALENT STUCK IN MIDDLE MANAGEMENT

Women are hindered by receiving less feedback from senior managers so they have to find their way blindfolded and do not get to address issues that may be limiting their promotion (Hewlett 2015)

GETTING IT RIGHT AT ENTRY LEVEL

Female graduates in their 20s tend not to have set even medium-term career goals, whereas their male counterparts have a 3-5 year horizon (YSC 2015)